Asked by: Cameron Thomas (Liberal Democrat - Tewkesbury)
Question to the Department for Education:
To ask the Secretary of State for Education, what steps she is taking to financially support kinship carers.
Answered by Josh MacAlister - Parliamentary Under-Secretary (Department for Education)
Following the Care Review, the government appointed the first ever National Kinship Care Ambassador and updated the Kinship Care Statutory Guidance for Local Authorities, which can be found here: https://assets.publishing.service.gov.uk/media/670d3ed5e84ae1fd8592f2fa/Kinship_Care_-_statutory_guidance_for_local_authorities__October_2024.pdf.
The government has also extended both the delivery of over 140 kinship carer peer support groups across England and the virtual school head role (on a non-statutory basis) to include championing the education, attendance, and attainment of children in kinship care.
Through the Children’s Wellbeing and Schools Bill, we will mandate all local authorities in England to publish their local kinship offer and offer Family Group Decision Making at pre-proceedings where that is in the child’s best interests.
The department will soon launch a Kinship Allowance Pilot to support eligible kinship carers with the costs of raising a child, which will support up to 4,500 children in kinship care in pilot local authorities. Any wider rollout of this will be informed by findings of the evaluation.
Kinship leave is also in scope of government’s parental leave review, which will recommend improvements to the current parental leave system.
Asked by: Patrick Spencer (Independent - Central Suffolk and North Ipswich)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what assessment he has made of the potential merits of extending neonatal care pay and leave to parents of all critically ill children under 16.
Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)
The Department for Business and Trade recognises the heartbreaking situation faced by parents of seriously ill children. We will consult on a leave and pay entitlement for parents in this situation in 2026. Further detail is included in the terms of reference for the review of employment rights for unpaid carers, which was published on 19 November 2025.
There are no plans to extend existing Neonatal Care Leave and Pay legislation to the parents of older children. This would be unsuitable, as it would require altering core principles of an act specifically designed around neonatal care and would risk impacting on the Act’s policy aims.
Asked by: Lee Dillon (Liberal Democrat - Newbury)
Question to the Department for Education:
To ask the Secretary of State for Education, what assessment she has made of the potential merits of introducing a new right to kinship care leave.
Answered by Josh MacAlister - Parliamentary Under-Secretary (Department for Education)
The government has launched a review of the parental leave system, which represents a much-needed opportunity to consider the department’s approach to the system of parental leave and pay. This will consider whether the support available meets the needs of working families, such as kinship carers.
In 2023, the department published ‘Kinship Carers in the Workplace: Guidance for Employers’, which can be accessed here: https://www.gov.uk/government/publications/kinship-carers-in-the-workplace-guidance-for-employers. This sets out best practice for supporting kinship carers at work, including how to adapt internal policies, signpost existing entitlements and create a culture of support to meet the needs of kinship carers. The department has since implemented our own Kinship Leave and Pay offer and we encourage all organisations to review their guidance and explore what changes they can make.
Asked by: Ian Roome (Liberal Democrat - North Devon)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what steps he is taking to improve the (a) employment rights and (b) income security of self-employed workers in the healthcare sector.
Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)
The Government is committed to strengthening protections for the self-employed, benefitting those in healthcare, including a new right to a written contract, and extension of health and safety and blacklisting protections. The parental leave and pay review will consider whether support meets the needs of self-employed parents. The Non-Disclosure Agreements measure in the Employment Rights Bill includes a power to apply the measure beyond the standard definitions of employee and worker.
We will also take forward the most significant legislative reforms to tackle late payments in over 25 years, helping ensure that the self-employed are paid on time.
Asked by: Catherine West (Labour - Hornsey and Friern Barnet)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what steps his Department is taking to (a) safeguard and (b) improve workplace rights for women.
Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)
The Plan to Make Work Pay and Employment Rights Bill illustrate the government’s commitment to supporting women at work.
Key measures include reviewing the parental leave system, making it more likely flexible working requests are accepted, ending exploitative zero hours contracts and strengthening protections against workplace sexual harassment.
The government is committed to tackling pregnancy and maternity discrimination and supporting women to stay in work. We are currently consulting on legislation which will make it unlawful to dismiss pregnant women, mothers on Maternity Leave, and mothers for at least six months after they return to work – except in specific circumstances.
Asked by: Shaun Davies (Labour - Telford)
Question to the HM Treasury:
To ask the Chancellor of the Exchequer, what data her Department holds on the (a) number of claims and (b) value of payments made for statutory paternity leave and shared parental leave each year by economic sector and industry.
Answered by Dan Tomlinson - Exchequer Secretary (HM Treasury)
HMRC does not collect data on statutory paternity leave or shared parental leave. HMRC does collect data on statutory paternity pay and shared parental pay which may closely approximate leave in both cases.
HMRC also holds data on economic sector, but to match the two together would be a significant analytical task and so the relevant data could only be collated and verified for the purpose of answering this question at disproportionate cost.
Asked by: James McMurdock (Independent - South Basildon and East Thurrock)
Question to the Department for Business and Trade:
To ask the Secretary of State for Business and Trade, what plans he has to review the (a) length of statutory paternity leave and (b) level of pay provided during this period.
Answered by Kate Dearden - Parliamentary Under Secretary of State (Department for Business and Trade)
On 1 July we launched the Parental Leave and Pay Review, which is considering all existing and upcoming parental leave entitlements, including Paternity Leave and Pay. When considering calls to increase entitlements for parents, the Government will balance the needs of families, the impact on employers, and affordability for taxpayers.
We recognise that more can be done to support working families now. That is why, through the Employment Rights Bill, we are making Paternity Leave a ‘day one’ right, which will bring an extra 32,000 fathers and partners into scope of the entitlement.
Asked by: Amanda Martin (Labour - Portsmouth North)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, whether he plans to commission an independent review of the compliance of the Royal Fleet Auxiliary's maternity and parental leave policies with employment law.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
A comprehensive funded programme to modernise all Royal Fleet Auxiliary (RFA) supporting tools and policies is already underway, in collaboration with relevant Government Departments and stakeholders. There are no plans for an independent review.
The Employment Relations (Flexible Working) Act became law in April 2024 and the Ministry of Defence Policies have been updated, with appropriate consultation, to comply. Any legacy or existing RFA policy or process that is identified that may inadvertently or deliberately have scope to do so will be suspended and reviewed, in collaboration with expert stakeholders and our Maritime Trade Unions.
Asked by: Amanda Martin (Labour - Portsmouth North)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what his policy is on Royal Fleet Auxiliary personnel returning from maternity leave being required to (a) return to sea-based duties within a specified timeframe and (b) take unpaid leave to cover gaps in shore-based assignments.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
Managers have latitude to consider individual needs when scheduling working patterns at sea. This includes recognising family circumstances, parental obligations and employee requests. It also necessarily means ensuring that this flexibility protects Defence outputs and maximises training opportunities while allowing all personnel to take leave and benefit from existing Civil Service terms and conditions of service.
The Royal Fleet Auxiliary (RFA) does not have any permanent onshore posts and there is no facility to provide bespoke roles adapted to individual circumstances. There are 100 rotational shore jobs that support RFA and Defence output, with clear key skills and experience requirements.
Asked by: Amanda Martin (Labour - Portsmouth North)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what support is available to Royal Fleet Auxiliary (RFA) personnel who are (a) pregnant and (b) new parents where both partners are employed by the RFA; and what provision is made to ensure adequate childcare arrangements for seafaring couples.
Answered by Louise Sandher-Jones - Parliamentary Under-Secretary (Ministry of Defence)
Over and above guidance from the Maritime and Coastguard Agency, women within the RFA receive additional protections from 26 weeks of pregnancy. Alongside this, a comprehensive range of support is available for parental, maternity, paternity, adoption, carers, and shared parental responsibilities. These provisions include enhanced leave entitlements and tailored assistance through mechanisms such as Occupational Health, keep-in-touch days, and reasonable workplace adjustments.
This framework is complemented by a full programme of opt-in wellbeing interventions, activities, and advice delivered through the Employee Assistance Programme, the Defence Health and Wellbeing Portfolio, and Family and People Services. Further support is provided by linked organisations such as the Defence Sports and Recreation Association and the Civil Service Sports Council. In addition, the RFA workforce benefits from an extended welfare network under the umbrella of expert services, including the Navy Families Federation, ensuring holistic support for employees and their families.